GEICO: Competitive Advantage Leadership Group

In order to decide the jobs/positions/people needed or no longer needed, GEICO first evaluates the specific position(s) which needs to be filled. . Projected staffing for entry level phone counselors in the Auto Customer Service department is determined by call volumes and turnover ratios. Coaching/Supervisor staff is then determined based on the number of phone associates needed. Outside of front line or entry level positions, GEICO has the Competitive Advantage Leadership Group or CALG, which will assess staffing needs upon request. This department will review processes, procedures and job codes to ensure that the organization is operating cost effectively and with high efficiency. This group operates based on the Lean Six Sigma Model

This person is responsible for monitoring social media and looking for trends or areas of opportunity to reach a broader audience. Currently GEICO will advertise on internet job boards including Monster and Indeed, social media such as FaceBook, college job fairs, radio/newspaper and associate referrals. Of course associate referrals are the most cost effective. A good portion of external hires come from associate referrals. GEICO, also has multiple college recruiters who focus solely on going to colleges to entice candidates to apply for the organization’s Management Development Program. This program is available to those who qualify based on having a college degree and maintaining a specified

If an associate decides to separate employment before the training period is complete, an exit interview is conducted. The purpose of an exit interview is to find out why an associate is leaving and if there is anything the organization could do differently based on this feedback. Obtaining information from employees is extremely valuable in ensuring mistakes or bad practices are not repeated.

All organizations must make sure their hiring practices are valid and reliable. GEICO has a department dedicated for the process of Internal Auditing. This department is responsible for ensuring all departments, including Human Resources, are operating with integrity and within the scope of their role within the organization. Internal Audit will do an audit specifically for hiring where all phases of the hiring process are reviewed. During this audit feedback will be given on an breaks in the process or where improvements need to be made. This ensures GEICO has fair and non-discriminatory hiring